Analysis Of Salary System Of Yanchang Petroleum Group Pipeline Company

The reform of salary system is an important part of the reform of state-owned enterprises, also is the most attractive research topic. As economy of our country enters to a new normal status, in the macro economy we face context of structural adjustment, the enterprise’s internal system and the structure’s transition is also facing a new task, especially when the international crude oil prices fell sharply in the impact of new energy and the other political and economic factors, it is still difficult to predict whether the long-term benefit of petroleum enterprises will keep going fast. At present, China is speeding up the perfection of the socialist market economic system, in this context, seting up to adapt to market economy in the new environment and new superiority reasonable salary system has become a necessary task of reform of state owned enterprises.Yanchang Petroleum Group of Shaanxi province is the largest state-owned enterprises, has a certain representative image in the domestic energy industry. This paper chooses Yanchang Petroleum Group pipeline company as the researching object, on the compensation system and systematic research from the double perspectives of theory and reform practice, mastering and sorting out of relevant data, through the further research it can be lifted to the typical case as the salary system reform of similar state-owned energy enterprisesIn this paper, we firstly try combing and summary of the existing enterprise salary theory content, development and application for years, compare the compensation system and salary system based on the post, salary system based on performance and competency based pay system, also analyze the different types of salary system characteristics and applicability; then, this paper briefly introduces the current situation of the development of the Yanchang Petroleum Group pipeline company, and then focus on the current status of its salary system and the existing problems to analyze, and based on the reality of the enterprise salary system and specific problems, combined with the advantages and disadvantages of different compensation system, this paper proposes the broadband compensation theory, using Mercer evaluation factors of international common law to design scheme framework and salary system of the construction with the enterprise salary system, and further put forward a series of safeguard measures. Finally, based on the comprehensive analysis of the above, this paper summarizes the research results and the direction which need to be further improved in.